Employment and labour law in India: employment agreements, the Labour Codes, POSH compliance, leave policies and PF for foreign staff.
India remains a highly attractive destination for global talent and multinational corporate deputations. However, for expatriates classified as International Workers (IWs), navigating the Employees' Provident Fund (EPF) regulations has historically been a complex and financially frustrating experience.
For modern businesses, translating statutory mandates into automated HR Management Systems (HRMS) like Zoho, Keka, or Darwinbox requires a precise "techno-legal" approach. Misconfiguring your software can lead to compound statutory liabilities, mass employee grievances, and severe penalties. This guide breaks down the legal leave requirements under the Kerala Shops and Commercial Establishments Act, 1960 (with 2026 updates), detailing exactly what employers must provide and what employees are entitled to claim.
With the exponential growth of tech platforms and the allure of "asset-light" startup models, there is a massive reliance on engaging talent through "Consultant" or "Independent Contractor" agreements. This gig-economy framework offers operational flexibility and saves companies nearly 30% in statutory overheads like Provident Fund (PF), Employee State Insurance (ESI), and Gratuity.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 — commonly known as the POSH Act — is one of India’s most stringent workplace compliance laws. It imposes mandatory obligations on every employer, regardless of sector, including startups, IT companies, factories, hospitals, NGOs, and educational institutions.
Drafting an employment agreement is about much more than combining boilerplate clauses downloaded from the internet. In 2026, a modern Indian employment contract must simultaneously accomplish four complex tasks.
An expert guide to drafting watertight consultancy agreements in India, covering essential terms and legal safeguards.